Rewards and benefits - West Dorset District Council

Conditions of appointment

Apart from posts at director level and above, all appointments will be subject to the scheme of conditions of service of the National Joint Council for Local Government Services, as adopted by the council. Other local conditions of service may be determined by the council from time to time.

Contracts of employment

In accordance with the Employment Rights Act 1996, contracts of employment will be in writing.

Annual leave

An annual leave entitlement of 21-29 days is available. 21 days is the usual entitlement in the first two years of employment, however, previous local government continuous service will be taken into account.

Staff are eligible for a further 10.5 bank holiday, statutory and given days, which includes a Christmas closedown period.

Hours of work

The basic working week for full time employees is 37 hours; part-time hours are as advertised.

A system of flexible working hours is in operation for some employees. The normal office hours are from 8.30am to 5.00pm, Mondays to Thursdays and 8.30am to 4.30pm on Fridays normally with one hour for lunch daily. Some employees will be required to work outside their normal office hours, depending on the service they are providing.

Salary scales and increments

Normally starting salary is determined according to qualifications and experience. Progression through the pay scale is by means of annual increments, subject to satisfactory service. If you start between 1 April and 30 September, you will receive your first incremental increase on next 1 April. If you start between 1 October and 31 March you will receive your first increment after six months. Salary scales are reviewed nationally each April.

Payment of salary

Salary will be paid monthly by bank credit transfer. A weekly payroll is available for some posts, again on a credit transfer basis.

Pension scheme

Generally speaking, if employees are aged under 65, membership of the scheme is automatic. You must complete an opt-out form if you do not wish to join.

The rate of contribution is dependent on salary. In some cases it is possible to arrange for transfer value payments from other pension schemes to the Dorset County Council Pension Fund.

Relocation scheme

In appropriate circumstances the council offers a scheme to contribute towards the relocation expenses of new employees.

Car parking

Free parking will be provided.

Car use

Some posts require the use of a car on either an occasional or frequent basis. For those employed in such posts, casual and essential car user allowances will be available.

Car loans

Subject to individual circumstances staff are eligible to apply for a loan re the assisted purchase of a car.

Health and safety

The council aims to ensure a safe working environment for all its employees through the implementation and monitoring of its health and safety policy, providing training and guidance re safe working practices where appropriate.

Sick pay

Employees are entitled to sick pay if absent through illness.

The sick pay provisions are as follows:

During first year of service one month full pay (After completing four month’s service) two months half pay
During second year of service two months full pay two months half pay
During third year of service four months full pay four months half pay
During fourth & fifth year of service five months full pay five months half pay
After five years service six months full pay six months half pay

Occupational health and well being

In recognition of the benefits of a health conscious workforce the council offers staff reduced rate membership of the council’s leisure centres.

Eye tests and glasses reimbursement

Staff who use a visual display unit (VDU) screen for a substantial part of their working day (this will usually be for four hours or more) will be eligible to receive a 100% reimbursement of cost in respect of undertaking an eye test.

Professional membership fees

Staff may be eligible for reimbursement of the professional membership fees. Where this is applicable it will be stated on the job description.

If staff are required to become a member of a professional body in order to pursue a course of study, they will be entitled to receive a 100% reimbursement.

Trade union membership

The council fully supports the principle of collective bargaining and believes in solving industrial relations issues by discussion and agreement. All employees are encouraged to be a member of a trade union although the council equally supports the individual right of choice in such matters.

Staff subsidies at leisure centres

All staff are eligible for the subsidised use of the council’s leisure centres.

Childcare support scheme

The council operates a childcare support scheme. We pay allowances for pre-school age children. The actual amount payable depends on the postholder’s spinal column point. Full details can be provided on request.


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Contracts of employment In accordance with the Employment Rights Act 1996, contracts of employment will be in writing. Annual leave An annual leave entitlement of 21-29 days is available. 21 days is the usual entitlement in the first two years of employment, however, previous local government continuous service will be taken into account. Staff are eligible for a further 10.5 bank holiday, statutory and given days, which includes a Christmas closedown period. Hours of work The basic working week for full time employees is 37 hours; part-time hours are as advertised. A system of flexible working hours is in operation for some employees. The normal office hours are from 8.30am to 5.00pm, Mondays to Thursdays and 8.30am to 4.30pm on Fridays normally with one hour for lunch daily. Some employees will be required to work outside their normal office hours, depending on the service they are providing. Salary scales and increments Normally starting salary is determined according to qualifications and experience. Progression through the pay scale is by means of annual increments, subject to satisfactory service. If you start between 1 April and 30 September, you will receive your first incremental increase on next 1 April. If you start between 1 October and 31 March you will receive your first increment after six months. Salary scales are reviewed nationally each April. Payment of salary Salary will be paid monthly by bank credit transfer. A weekly payroll is available for some posts, again on a credit transfer basis. Pension scheme Generally speaking, if employees are aged under 65, membership of the scheme is automatic. You must complete an opt-out form if you do not wish to join. The rate of contribution is dependent on salary. In some cases it is possible to arrange for transfer value payments from other pension schemes to the Dorset County Council Pension Fund. Relocation scheme In appropriate circumstances the council offers a scheme to contribute towards the relocation expenses of new employees. Car parking Free parking will be provided. Car use Some posts require the use of a car on either an occasional or frequent basis. For those employed in such posts, casual and essential car user allowances will be available. Car loans Subject to individual circumstances staff are eligible to apply for a loan re the assisted purchase of a car. Health and safety The council aims to ensure a safe working environment for all its employees through the implementation and monitoring of its health and safety policy, providing training and guidance re safe working practices where appropriate. Sick pay Employees are entitled to sick pay if absent through illness. The sick pay provisions are as follows: During first year of service one month full pay (After completing four month’s service) two months half pay During second year of service two months full pay two months half pay During third year of service four months full pay four months half pay During fourth & fifth year of service five months full pay five months half pay After five years service six months full pay six months half pay Occupational health and well being In recognition of the benefits of a health conscious workforce the council offers staff reduced rate membership of the council’s leisure centres. Eye tests and glasses reimbursement Staff who use a visual display unit (VDU) screen for a substantial part of their working day (this will usually be for four hours or more) will be eligible to receive a 100% reimbursement of cost in respect of undertaking an eye test. Professional membership fees Staff may be eligible for reimbursement of the professional membership fees. Where this is applicable it will be stated on the job description. If staff are required to become a member of a professional body in order to pursue a course of study, they will be entitled to receive a 100% reimbursement. Trade union membership The council fully supports the principle of collective bargaining and believes in solving industrial relations issues by discussion and agreement. All employees are encouraged to be a member of a trade union although the council equally supports the individual right of choice in such matters. Staff subsidies at leisure centres All staff are eligible for the subsidised use of the council’s leisure centres. Childcare support scheme The council operates a childcare support scheme. We pay allowances for pre-school age children. The actual amount payable depends on the postholder’s spinal column point. Full details can be provided on request.

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